HR Coordinator (On-site)

Job Description

Job Description

Job Summary: 

The HR Coordinator is the operational backbone of Neumo's People team: accurate HRIS data, smooth benefits and leave administration, clean onboarding and offboarding, and disciplined execution of the HR compliance calendar — so employees get fast, reliable answers and nothing files late, ever. Judgment-heavy work stays elsewhere by design: a third-party leave vendor owns FMLA and state-leave determinations, HRBPs lead the ADA interactive process, and the Director owns compliance strategy; this role executes and tracks. The dividing line with Payroll (Accounting) is the payroll cutoff — this role delivers clean, complete data by cutoff; Payroll owns everything after it.

Duties and Responsibilities:

• Administers the HRIS day-to-day: data entry, employee record changes, standard report requests, and first-line troubleshooting (platform configuration belongs to the Total Rewards & People Systems Analyst).
• Administers employee benefits programs: enrollment, qualifying life events, vendor coordination, oversight of the third-party COBRA administrator, and employee questions.
• Supports annual open enrollment and reconciles monthly benefits carrier invoices against enrollment records before payment.
• Serves as the internal point of contact for leave-of-absence requests: hands case management, eligibility determinations, and certifications to the leave vendor, tracks each case to return-to-work, and supports the ADA interactive process with documentation and scheduling, escalating determinations to the employee's HRBP.
• Runs onboarding and offboarding operational logistics end-to-end: employee data changes, employment and income verifications, and coordination of final pay with Payroll (Accounting).
• Owns the SOC 2 Type II HR-controls evidence package: system access provisioning at onboarding and revocation at offboarding with IT, security-awareness training tracking, and coordination of HR audit evidence.
• Owns Form I-9 and E-Verify compliance: completion, reverification deadlines, retention/purge schedule, and periodic self-audits.
• Owns the annual HR compliance calendar — Form 5500s, ACA reporting (1094-C/1095-C), required notices, EEO-1 window, OSHA 300A posting, open enrollment deadlines — and tracks every item to completion, coordinating filings with the broker, recordkeeper, and reporting vendors.
• Executes multi-state employment compliance: state new-hire notices, labor law postings (including electronic delivery for remote employees), state-required training tracking, and the annual EEO-1 filing using workforce data from Payroll (Accounting).
• Maintains compliant, audit-ready employee records — personnel files with proper medical-record separation (ADA/HIPAA) and the records retention schedule — delivers approved data changes, benefits deductions, and vendor-reported leave dates into the HRIS by each payroll cutoff, and owns the employee-facing knowledge base for benefits, leave, and HR-policy FAQs.
• Performs other related duties as assigned.

Success Criteria

• First 90 days: payroll-cutoff handoff running error-free; I-9 self-audit complete with remediation underway; employee knowledge base current.
• 6 months: annual HR compliance calendar built, visible to the Director, and tracking green; first major filing cycle (ACA or Form 5500s) delivered on time; onboarding/offboarding running to a documented SLA.
• 12 months: zero missed compliance deadlines for the trailing year; clean SOC 2 HR-control evidence with no findings; open enrollment executed on time with measured employee satisfaction.

Education and Experience:

• 2–3 years of HR operations, benefits, or HRIS experience.
• Hands-on familiarity with I-9/E-Verify and ACA reporting; basic familiarity with FMLA/leave concepts (this role coordinates with the leave vendor rather than making eligibility determinations).

Preferred:

• Bachelor's degree (skills-based hire — degree helpful but not required).
• aPHR or SHRM-CP certification.
• Experience supporting SOC 2 or similar audit controls.

Work Environment:

• The noise level in the work environment is usually moderate as the employee works in an open-floor office environment, in an individual workstation, using a telephone and computer.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands:

• Must be able to remain seated for extended periods, work at the computer several hours a day, five days a week.
• Regular use of a computer and other office machinery, such as printers and copy machines.
• Occasional movement around the office.
• Frequent communication via telephone.

Neumo Summary:

With the backing of four decades of public sector expertise and corporate capability, Neumo has successfully supported government services. Neumo was honored and recognized for four (4) consecutive years as a GovTech 100 Company representing the top 100 companies focused on making a difference in and selling to state and local government agencies across the United States.

Neumo is committed to helping communities thrive and brings a wealth of experience combined with innovation. Today, Neumo offers more administrative and financial support to government officials than any other organization. And with a responsive, client-focused approach, we foster partnerships that give our customers the certainty they need to accomplish more.

Neumo offers a competitive benefits and compensation package and are looking for team members who will thrive in our dynamic environment.

Neumo is an Equal Opportunity Employer. Selection for a position will be made without regard to race, religion, national origin, sex, political affiliation, marital status, non-disqualifying physical handicap, and age.